Employers

Here is how the University at Buffalo is charging forward.

Hire someone who can make an immediate impact with your organization. As one of the world’s top public universities, UB has a diverse student body that is filled with smart, talented individuals who are ready to prove themselves for you.

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Recruit UB Students

The University at Buffalo (UB) is a premier public research university that values and pursues academic excellence. We attract exceptional students who are curious, engaged with their studies and determined to succeed while making a difference in the world.

Learn More about UB

Snapshot

Student Body (head count)
  • 30,648 (Fall 2017)
  • 21,020 undergraduate
  • 9,628 graduate and professional
 
Degrees Awarded
  • 8,659 (May 2017)
 
Employment
  • 6,043 full-time equivalent employees (2017-2018)
 
Faculty
  • 2,533 total faculty (2017-2018)
  • Undergraduate student to undergraduate instructional faculty ratio: 13 to 1 (2017-2018)
 
Alumni
  • More than 255,000 in 150 countries
  • More than 135,000 in New York state
International Student Information

Most international students are on an F1 Visa. There are two types of off campus work authorizations these students can apply for: Curricular Practical Training (CPT) –usually used for internships and Optional Practical Training (OPT) –usually used post-graduation, but may also be used for internships.

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Resources for Employers

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Post a Job or Internship

Post a job or internship using our online tool -- Bullseye powered by Handshake

Check out our employer How-to video tutorials to help you get started on registering or posting a job or internship in Bullseye powered by Handshake.

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Salary Tools

Student Clubs and Organizations

There are various student clubs and organizations at the University at Buffalo. Review your options to connect with students below.

Frequently Asked Questions About Internships

The UB Career Services office acts as a liaison between employers and university academic departments. Career Services works to market internship opportunities for students as well as assist them in conducting their internship search, but does not grant academic credit for approved internships.

Internships can be either paid or unpaid and may or may not be credit bearing. If you are willing to support a student in receiving academic credit the student must contact his/her academic department. All internship credit is granted by an academic department or school/college and students are not guaranteed credit for their internship with your organization. The number of hours a student must complete is determined by the academic department, college, or school. Employers are free to determine the salary or hourly wage for a paid internship as long as it meets the New York State hourly minimum wage requirement. Commission-only experiences will not be posted as internships.

The following is based upon information from the National Association of Colleges and Employers (NACE) the leading source of employment information and trends regarding the college educated workforce, as well as on the U.S. Department of Labor standards:

Must an intern be paid?

You can offer an unpaid internship as long as the intern receives academic credit for the experience. The Fair Labor Standards Act (FLSA) severely restricts an employer's ability to use unpaid interns. It does not limit an employer's ability to hire paid interns. Essentially, if you are a for-profit company, you must either pay the intern, or require that he/she earn academic credit. Many academic programs allow students to earn credit and get paid at the same time, others do not. Please check with the student’s academic program for the most accurate information.

The Department of Labor stipulates that an intern is considered a “learner/trainee” and therefore can be unpaid, if:

  • The training is similar to what a student might experience in a vocational school, even though taking place at the employer’s facilities.
  • The training is for the benefit of the student.
  • The student works under direct supervision of a regular employee and does not displace a regular employee.
  • The student is not entitled to a job at the end of the training period.
  • The employer provides training and derives no immediate advantage from the activities of the student.
  • The employer and the student both agree that the student is not entitled to wages for the training.

Can an intern be considered an independent contractor or volunteer?

No, on both counts. In a typical internship, the employer exercises control over the result to be accomplished and manner by which the result is achieved. Due to this, a student intern may not be considered an independent contractor. This means that an intern cannot be paid as an independent contractor, either. The Department of Labor (DOL) regulations define a volunteer as an individual who provides services to a public agency for civic, charitable or humanitarian reasons without promise or expectation of compensation for services rendered. Thus, an intern at any for-profit company would not fit the definition of a volunteer.

After completing an internship, is an intern entitled to unemployment compensation?

No. Interns generally are not entitled to unemployment compensation after completing an internship.

Is the employer liable if the intern is hurt at the workplace?

This is a complex issue and one with no definitive answer. Generally, if an intern is on the payroll, he or she should be covered under the employer’s workers’ compensation policy, just like all other regular employees. If the intern is unpaid and earning academic credit for the internship, he or she is most likely covered under the school’s policies should an injury occur. It is strongly advised, however, that employers who regularly recruit unpaid interns purchase a rider policy for volunteers at their workplaces, as this would prevent students from suing an employer for negligence with unlimited damages. In most cases, the courts look for employer negligence as the basis for any claims.

Will the university sign a "hold harmless" agreement or release of liability?

No. State University of New York (SUNY) administrators may not sign a hold harmless agreement or release of liability, according to statewide policy. This policy is in accordance with the principles defined by the Cooperative Education and Internship Association (CEIA), the National Association of Colleges and Employers (NACE) and the National Society for Experiential Education (NSEE). While credit-bearing internships protect the student under SUNY insurance, it is the state's, and therefore the school’s position, that the school is not responsible for the actions a student may take independently. As the school does not select students for the employer and the employer controls the workplace, company employment policies and the intern’s assignment, signing a hold harmless agreement is not appropriate.

Meet the Employer and Alumni Relations Team

Judith Applebaum

Employer Relations Manager

Carrie Johnson

Employer and Alumni Relationship Associate

Jin Lee

Event Experience Assistant